Whether you’re seeking to strike a work-life balance or want more freedom, a flexible retirement could be the answer. However, financial decisions require careful management.
A generational shift in planning is creating demand for a more dynamic approach. Technology is making solutions that provide personalized information much more accessible.
Requirements
Regarding your retirement, you need a plan that meets your needs. Like a car, there are many different types of plans. Some are more basic, while others are designed to do more.
For example, some employees may want a 401(k)-style plan that offers tax-deductible contributions and investment options. Other employees may need more advanced features, such as a plan allowing them to increase their tax-deductible contribution amounts or to retire earlier than is available under the existing statutory provisions.
Flexible retirement planning is a strategy that some firms utilize to keep experienced workers in challenging employment markets or to manage an aging workforce. A person in a highly specialized sector could maintain their pension savings while reducing working hours and entering full retirement.
Another type of flexible retirement is an annuity, which converts your finite savings into a monthly income for life. This is a popular choice for PERS Plan 3 members. The annuities DRS offers are backed by the state of Washington and administered by the Washington State Investment Board.
Pay Structure
Several business retirement plans are available, whether a traditional pension, profit-sharing plan, or 401(k). Some may require more effort to manage than others, but a highly-trained TPA can help you determine the best fit for your business and your goals.
In addition to providing employees with a flexible retirement option, many companies offer robust time off policies and other non-monetary benefits to encourage work/life balance. For example, some companies use a single “PTO” policy that includes all paid time off, such as vacation, sick time, and personal days, into one pool.
While offering these options may seem like a minor deal for an employer, they can save money in the long run. The more employee time away from the office, the fewer hours that need to be filled with new hires and the lower the cost of benefits.
As people approach retirement age, many companies recognize the value of flexible work arrangements. These arrangements allow employees to balance their professional and personal goals and gradually transition into retirement. This option, called phased retirement, can give employees a smoother transition into the next stage of life and provides the company with a chance to retain valuable expertise. Employees pursuing a phased retirement often assume a reduced work schedule and take on a mentoring role with younger colleagues. This helps them adapt to their future lifestyle and makes them more accustomed to being out of the workforce.
Taxes
The most common workplace retirement plans are 401(k)s and 403(b)s, which allow employees to save for retirement through pretax payroll deductions. Employers may also contribute to these accounts, often matching employee contributions dollar-for-dollar to a specified maximum contribution amount. These company matches are practical incentive tools to help boost employee savings.
Many people desire to eschew the abrupt onset of full-time retirement and choose to slow down their current jobs or pursue other interests in a gradual transition that allows them to continue saving into their pensions for extended periods. In addition to allowing them to continue building their investment accounts, these strategies can help them avoid having to dip into their accumulated Social Security benefits.
Regardless of which account structure you select, it is vital to understand how the tax treatment will impact your savings. Fortunately, highly trained TPAs can provide a complete analysis of your options and design a plan that aligns with your goals.
One option that can be particularly attractive for small-business owners is the Keogh plan. This flexible option can function as a defined benefit or contribution plan and is usually offered to higher-income employees. Its flexibility can be especially beneficial to business owners concerned about the high costs associated with larger 401(k)s. Moreover, it can be more attractive than SIMPLE-IRAs and SEP-IRAs because they offer higher contribution limits.
Communication
The best retirement plan in the world will only benefit employees if they participate. To encourage participation, employers should make a habit of regularly communicating critical information about the plan. For example, they can provide educational articles on their internal website or host investing clubs for interested employees on company time. They can also use the employee helpline to answer questions or facilitate one-on-one conversations with individuals.
For instance, if they struggle to pay off student debt or juggle expenses, communication focused solely on retirement planning won’t be as effective.
Taking advantage of the many tools and resources available to facilitate communication is essential. For example, it recommends that a team member be designated to meet with employees to discuss their retirement plan options in person. This is a simple but effective way to increase engagement with the plan. Similarly, putting contact information and other resources in areas of the workplace that employees frequent, such as break rooms or cafeterias, can also be helpful.
